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While some may not effect you, others could land you with a hefty bill.

This comes after major changes to driving laws were implemented at the beginning of the year. MOT tests are now tougher to pass and there are now bigger fines for misusing the motorway.

What's more, NHS prescription charges will go up from £8.60 to £8.80.

So you don't get caught out, here are the seven new laws coming into effect in April:

Changes to the minimum wage

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The National Minimum Wage (NMW) is the minimum pay per hour almost all workers are entitled to.

The National Living Wage is higher than the National Minimum Wage - workers get it if they're over 25.

It doesn't matter how small an employer is, they still have to pay the correct minimum wage.

Both rates are a legal requirement, and failing to meet them could result in the employer being fined and even featured in the list of shame, Mirror Online reports.

On April 1, the minimum wage will go up to the rates below.

The minimum wage is set to go up in April (Image: Hull Daily Mail)

The increase, according to the Low Pay Commission (the body that sets the rates), will be the largest increase in a decade for 18-20 and 21-24 year olds, with a rise of 4.7 per cent and 5.4 per cent respectively.

The new rates, it claims, will boost the earnings of between 260,000 and 360,000 young workers directly because increases lead to ‘spillover’ effects further up the pay distribution and some young workers may also benefit from increases in the National Living Wage, the Hull Daily Mail reports.

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Gender pay gap data revealed

For the first time ever, employers with at least 250 employees have to publish information about the differences in pay between men and women in their workforce.

The first reports must be published by April 4.

This is part of the Government’s pledge to eliminate the pay differences between men and women in the UK.

Termination payments

The Government plans to make changes to the taxation of termination payments from April 2018. The proposals include:

removing the distinction between contractual and non-contractual PILONs (payments in lieu of notice) so that all PILONs are taxable and subject to Class 1 NICs

ensuring that the first £30,000 of a termination payment remains exempt from income tax and that any payment paid to any employee that relates solely to the termination of the employment continues to have an unlimited employee NICs exemption